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That is unfortunate, but I think your manager is correct and understanding the politics of protocol is a hard lesson to learn. You blindsided your manager by not approaching them first about this opportunity and they had to find out through another manager about your interest, now you have two people who are questioning your actions. Internal transfers are nit easy and you need your current managers’s consent and support on the move. You should start thinking about what your next steps will be to mend that bridge to recovery before your reputation slips further and all your hard work goes out the window.
Whoa! These responses did not pass the vibe check. I was expecting more probing questions for fact-checking.
As a manager, I would hope that the very first you do is take that employee handbook home and read it front to back, just as I did 3 times over the last year. I also carry it with me. I also go to our HR partner if I have any questions, which I never hesitate to do. What did I say that led you all to believe that Im oblivious to the policies and my rights?
You should also note that I have already spoken with my manager as well as HR on 4 different occasions about my interest in an internal transfer last year. I also wrote about my interest in an internal transfer in our annual review because it specifically asks us and prompts us for locations. Literally 2 weeks ago, my Manger and Idiscussed my interest in a transfer, again. Then, a week later, my job sends me an update on the open internal positions. I saw one that aligns perfectly with my background and education, and I applied late that Sunday night and went to bed. While at work the next day (& while my manager was away on business) the recruiter for that role reached out to me for more information. That was fast. I immediately sent my manager a message reminding him of our conversations on my interest in a transfer and letting him know I applied. He said, "Well talk when I get back next week". However, we had a 1 on 1 that Thursday, and he told me, "I know you've talking about applying to other positions. Moving forward, let's sit down and discuss the positions before you apply. But I'm not trying to discourage you from applying, I just want to make sure I'm able to support you as best as possible. " His wasn't about me applying, he seemed to focused on what kind of position I was applying for. If he truly wanted to support me why would he tell to wait to apply to positions when they only stay open for so long. How hard can it be to speak highly of one of your star employees?
So let's try this again, ladies.
Umm….some of these replies are quite surprising. At my current company (and everywhere I’ve ever worked), you don’t have to tell your manager anything. Nor is it expected. Your manager gets contacted by HR once the hiring manager expresses interest in hiring you. That way your current manager can confirm you don’t have any performance issues before releasing you. You did nothing wrong. If your current manager feels blindsided, that’s actually on him. Part of his job is to take an interest in your career growth and make himself useful in that regard. Would it have been nice to give him a heads up? Sure. But it’s largely not expected because most understand the current manager has an incentive to keep you right where you are.
My advice to you is to get familiar with your company’s policies on transitioning roles (check the handbook, check your company intranet, talk to your recruiter). You want to understand your manager’s role in this process so you know whether he has the power to limit you (will he only be asked to confirm no performance issues? Is his ‘permission’ required for you to be released? Something else you aren’t aware of?). If possible, get the knowledge before talking to him again so he can’t gaslight you any further. Based on what you’ve described, he is not an ally to you. How can I tell with such little info? He’s making what could be a wonderful opportunity for you all about him. By contrast, whenever I’ve initiated a move, my managers went out of their way to be helpful - giving experiences on how the other team works, offering to reach out to the hiring manager, suggesting other opportunities that may be a fit etc etc. So if you learn that he the power to derail your growth, it’s time to look outside this company.
When I applied for internal positions, I always spoke to my management first, to give them heads up. It's a courtesy thing. I wouldn't want them to be surprised and then hold grudges in case I don't get the other job. The hiring manager would approach my boss first, anyway.
Whoa! These responses did not pass the vibe check. I was expecting more probing questions for fact-checking.
As a manager, I would hope that the very first you do is take that employee handbook home and read it front to back, just as I did 3 times over the last year. I also carry it with me. I also go to our HR partner if I have any questions, which I never hesitate to do. What did I say that led you all to believe that Im oblivious to the policies and my rights?
You should also note that I have already spoken with my manager as well as HR on 4 different occasions about my interest in an internal transfer last year. I also wrote about my interest in an internal transfer in our annual review because it specifically asks us and prompts us for locations. Literally 2 weeks ago, my Manger and I discussed my interest in a transfer, again. Then, a week later, my job sends me an update on the open internal positions. I saw one that aligns perfectly with my background and education, and I applied late that Sunday night and went to bed. While at work the next day (& while my manager was away on business) the recruiter for that role reached out to me for more information. That was fast. I immediately sent my manager a message reminding him of our conversations on my interest in a transfer and letting him know I applied. He said, "Well talk when I get back next week". However, we had a 1 on 1 that Thursday, and he told me, "I know you've talking about applying to other positions. Moving forward, let's sit down and discuss the positions before you apply. But I'm not trying to discourage you from applying, I just want to make sure I'm able to support you as best as possible. " His wasn't about me applying, he seemed to focused on what kind of position I was applying for. If he truly wanted to support me why would he tell to wait to apply to positions when they only stay open for so long. How hard can it be to speak highly of one of your star employees?
So let's try this again, ladies.